并购后威胁感知与心理安全对员工创新的影响——基于高科技企业的实证研究

The influence of threat perception and psychological safety on employee creativity after mergers and acquisitions:an empirical study of high-tech companies

探讨了高科技企业员工在并购中的威胁感知因素对其创造力的影响机制,并结合心理安全因素分析它们对创造力交互影响的作用机制。经验数据表明,当员工将并购感知为威胁时,会对创造力产生负面影响;反之,当员工将并购感知为机会时,会对创造力产生正面影响,而员工并购后感受到的心理安全程度和员工创造力之间存在正向的相关关系。同时,心理安全还会调节威胁感知和员工自我感知创造力之间的关系。与视并购为机会的员工相比,把并购视为威胁的员工如果能感受到高心理安全,他们将体验比在低心理安全时更高的创造力。但是这种效应在员工视并购为机会时,不那么显著或不存在。也就是说,在员工视并购为威胁时,他们所感知的创造力在不同的心理安全情况下的差别,要远大于他们视并购为机会的时候。

This study examined employees＇ subjective experiences of creativity after mergers. The empirical results showed the following： First, if employees considered the merger as an opportunity （threat） , then they perceived that they exhibited greater （less） creativity after the merger; second, psychological safety has a positive impact on employees＇ creativity; and third, psychological safety moderated the relationship between threat perception and self - perceived creativity in such a way that, when compared with employees who saw the merger as an opportunity, employees who saw the merger as a threat experienced greater creativity when psychological safety was high than when psychological safety was low.